PayByPhone reviews

- Very old boys' club SLT with a top down org structure. Ground level workers have very little say and their opinions often go unheard. - Subpar salaries and benefits far below the current industry standard - High attrition rate - Tons of tech debt - dealing with tech debt is the current priority, without much forward vision about new product launches  - Very siloed departments and lots of chaos without developed processes - Brand new office digs means that full time remote work is probably going to be off the table in the future

Since the company was acquired by Corpay, there has been a noticeable shift in company culture, which has been increasingly negative: - Several key individuals were let go without clear communication or explanation. - The company has made hires in upper management from large organizations with reputations for toxic work cultures, and this shift is starting to affect the work environment here as well. - Rather than hiring local talent, the company increasingly relies on contractors from developing countries. - Despite consistently delivering key initiatives on time and increasing earnings, management communicated that our efforts were no longer deemed sufficient. - New laptops issued to employees are underperforming compared to the previous models, and there are tighter restrictions and increased monitoring of devices. - The sudden return-to-office mandate was enforced with little notice and no input from employees, disregarding previous flexibility. - The introduction of mandatory timesheets and a geofenced app to track time in the office has led to increased monitoring of employees. - The practice of having no meetings on Fridays was quietly eliminated, which previously contributed to better work-life balance and productivity. - Employees were required to use all vacation time before the end of the year, with no carryover allowed. This policy left some workers unable to spend time with their families during holidays like Chinese New Year, a time when the company previously allowed vacation carryover. - Several key benefits were reduced or eliminated with little notice. For instance, the PSA and HSA accounts were cut just before the holiday season, leaving employees with limited time to take advantage of them. - Health coverage was significantly reduced, and premium deductions from paychecks were silently increased. - The RRSP matching program took several months to be implemented. The company’s presentation was misleading, avoiding a direct acknowledgment that the match is just 1%, which is relatively low compared to other organizations. - There is a growing sense that the company’s original culture has been lost, and it no longer feels like the same place it once was.